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How long is too long in one company? Two years? Seven years?
Most employers desire loyalty but find it hard to inspire it in their employees. In this respect, Switzerland could be considered no different – if the argument was about how long an employee should stay.
While both candidates (72%) and recruitment consultants (89%) are generally in agreement about the positive benefits of staying in a position for two to three years, when it comes to long term loyalty – over 10 years for example – the difference in opinion is stark. Just 41% of candidates think it is positive to stay in one place that long, compared to 71% of recruitment consultants.
Nevertheless, Swiss companies demand highly qualified candidates who can add great value to their businesses, which may explain their reluctance to let the best ones leave. “The expectations on employees in corporate environments are constantly increasing, which in effect means the job market of the future will be an even more competitive one – specifically in terms of retention and acquisition.” Jérôme Bouin, Managing Director PageGroup Switzerland, notes.
One reason why candidates may be confident about their chances of finding new employment quickly (32% of candidates would not worry about a 6 month gap), could be the general employment rate in Switzerland of 80% for 15-64 year olds.
What´s important on your CV
For the study ‘What´s important on your CV?’, Page Personnel interviewed 4,245 job candidates and 619 recruitment consultants across Europe, in Switzerland we polled 198 candidates and 28 recruitment consultants as part of the study. Click on the image below to find out what is really important on your CV.
Motivated to be team players
The influence of education, Switzerland’s northern neighbour Germany, and the rise in importance of being a digital native have certainly altered the Swiss employment market. Take, for example, candidates increasing passion for presenting their soft skills as a key element of their CVs – 81% consider their ability to be team players, work with a sense of flexibility, and their communication skills a strong selling point, contrasting with only 60% of recruiters (read employers) who do.
Swiss candidates (75%) also want their future employers to know their personal motivations, again negatively reflecting against recruiters (53%). This highlights the weight that candidates give to soft, non-role specific skills as compared to consultants – showing that for today’s employee, company culture is a key decision making factor.
Doubling down on details
92% of our recruiters recommended listing all your previous positions and specific job titles from your career, making sure to include professional achievements and academic institutions, schools or professional certificates.
“Currently further education and advanced training have been gaining importance”, Jérôme Bouin points out. Indeed, in this year’s Confidence Index for Switzerland, 82% of candidates under 30 are indicated to be keen on enhancing their opportunities for skill development.
“Soft skills are becoming more and more important, especially as candidates drive them forward, bringing into the workplace skills they gained while in education and previous employment,” Jérôme Bouin explains. “Complex problem solving, critical thinking and creativity are strong features of a candidate, so ensure you give as much detail as you can in your CV.”